As a manager, you are the closest and most credible source of information for those you supervise. Your staff members turn to you first with their questions about workplace issues or changes that impact their job, pay or benefits.
You have an important responsibility and opportunity to affect the perceptions among your staff about those issues, as well as help provide the information they need or connect them with resources that can help.
For example, being able to communicate about the value of Duke’s total compensation package can help you in the following ways:
- Attract the best people: be better able to explain to your top candidates how Duke’s total compensation and unique work environment stand out.
- Keep your top performers: be able to compare the total compensation of other organizations so your employees better understand the value of their pay and benefits at Duke.
- Enhance commitment: improve the motivation and effort of your staff by increasing their understanding.
As a manager, you should be able to explain the fundamental elements of Duke’s total compensation package and correct misperceptions and inaccurate statements. And while you shouldn’t recommend retirement choices for your employees, you should be able to help them understand that they have remarkably robust retirement benefits and what steps they should take to maximize these benefits.
If you have a question from an employee you can’t answer, need help analyzing a pay or benefits issue, hear something that is inconsistent with your understanding, or want to compare notes, there are people here to help you. Contact your HR representative or call Duke Human Resources at 684-5600 to talk with someone who can help.